Ethnocentrism and Internal Compensation Structuring: An Experimental Examination of Point Factor Job Evaluation

“Comparable Worth” represents the concept that men, women, minorities, and whites should receive equal pay for work of equal value from their employer. Much research and many articles have been written in regards to overall pay inequities between men and women; however information regarding internal compensation strategies and perceived labor pools (percentage of minority applicants) has not been explored in depth. A total of 381 individuals participated in an experimental study that manipulated perceived labor market composition in order to establish the relative impact of ethnocentrism on the evaluation of compensable factors and salary. Results strongly supported the authors’ hypotheses, indicating that (a) significant discriminatory weighing of compensable factors by the perceived ethnicity and gender of labor pools occurs, (b) individual participant demographics (ethnicity and gender) contribute significantly to discrimination between perceived labor pools, and (c) participant individual differences significantly contribute to discriminatory weighting. Implications and directions for future research are considered.Compensation; Ethnocentrism; Internal Structure; Point Factor; Labor Pool; Discrimination; Social; Bias

Adventures in Nannydom: Reclaiming Collective Action for the Public's Health

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/111158/1/jlme12221.pd

The Evolution of Non-Market Valuation of U.S. Coastal and Marine Resources

At the federal level, particularly within the National Oceanic and Atmospheric Administration (NOAA), regulatory and programmatic needs have driven the continued development and application of non-market valuation approaches to marine and coastal resources. The evolution of these valuation approaches not only entails adopting the recommendations of the 1993 NOAA blue ribbon panel on contingent valuation, but also an expansion of stated preference approaches with increased use of stated preference choice experiments. Revealed preference approaches have also advanced with more sophisticated random utility models. We provide an overview of this evolution in the areas of natural resources damage assessment, protected resources, recreational fisheries, and coastal management. With the broad adoption of an ecosystem services approach to marine and coastal resource management, the demand for valuation of ecosystem services has grown and will continue to provide the impetus for more studies similar to those presented. Similar to what occurred initially as a result of the blue ribbon study, greater adoption of valuation estimates, particularly for non-use value, may be facilitated by guidance and standards from a high-level or highly respected authority. La evolución de la valoración no basada en el mercado de recursos marinos y costeros de Estados Unidos Lea el abstracto en español 请点击此处阅读中文摘

Leadership in complex networks: the importance of network position and strategic action in a translational cancer research network

BackgroundLeadership behaviour in complex networks is under-researched, and little has been written concerning leadership of translational research networks (TRNs) that take discoveries made ‘at the bench’ and translate them into practices used ‘at the bedside.’ Understanding leaders’ opportunities and behaviours within TRNs working to solve this key problem in implementing evidence into clinical practice is therefore important. This study explored the network position of governing body members and perceptions of their role in a new TRN in Sydney, Australia. The paper asks three questions: Firstly, do the formal, mandated leaders of this TRN hold key positions of centrality or brokerage in the informal social network of collaborative ties? Secondly, if so, do they recognise the leadership opportunities that their network positions afford them? Thirdly, what activities associated with these key roles do they believe will maximise the TRN’s success? MethodsSemi-structured interviews of all 14 governing body members conducted in early 2012 explored perceptions of their roles and sought comments on a list of activities drawn from review of successful transdisciplinary collaboratives combined with central and brokerage roles. An on-line, whole network survey of all 68 TRN members sought to understand and map existing collaborative connections. Leaders’ positions in the network were assessed using UCInet, and graphs were generated in NetDraw. ResultsSocial network analysis identified that governing body members had high centrality and high brokerage potential in the informal network of work-related ties. Interviews showed perceived challenges including ‘silos’ and the mismatch between academic and clinical goals of research. Governing body members recognised their central positions, which would facilitate the leadership roles of leading, making decisions, and providing expert advice necessary for the co-ordination of effort and relevant input across domains. Brokerage potential was recognised in their clearly understood role of representing a specialty, campus or research group on the governing body to provide strategic linkages. Facilitation, mentoring and resolving conflicts within more localised project teams were spoken of as something ‘we do all the time anyway,’ as well as something they would do if called upon. These leadership roles are all linked with successful collaborative endeavours in other fields. ConclusionsThis paper links the empirical findings of the social network analysis with the qualitative findings of the interviews to show that the leaders’ perceptions of their roles accord with both the potential inherent in their network positions as well as actual activities known to increase the success of transdisciplinary teams. Understanding this is key to successful TRNs